At ENAE, we help companies to successfully manage everything related to their human resources via a wide range of customised consulting services.

 

 

 

 

 

We offer you help and support here:

External HR consulting or tutoring

  • External assessment of your human resources, to give you an external, experienced point of view to help you manage your company better.
  • Worker tutoring service, in order to help him manage the best HR department medium–term development and implantation policies.

Work methodology

Work in place. A HR expert will work at the company’s location for as long as is necessary and provide online support.

Outplacement

We help companies to reorient their employees when, due to mergers, acquisitions or restructuring plans, it is necessary to lay a certain number of them off and so that neither their professional reputation or their family life are affected.

We also offer a support service to those professionals who, for economic or organisational reasons, need to break their ties with their company.

Service description

  • Professional counselling
  • Interview preparation
  • Target-company meetings

Expat management

We establish policies and practices that align your company’s interests with your workers’ interests when complex business internationalisation processes are necessary.

Work methodology

  • Data collection and project planning
  • Communications plan
  • Creation of an internal expat management procedure
  • Letter of displacement
  • Displacement agreement
  • Tax and employment planning (REPORT)

    • Comparative taxes
    • Formal arrangements with tax authorities
    • Income-tax declarations
    • Determining of fiscal equalisation policies
  • Employee interviews
  • Determining country-level expatriation protocols
  • International salary market studies

Remuneration packages

We help companies to define the basic elements and other important factors which influence the adoption of a fair and equitable remuneration package, depending on the company’s strategy and the state of your industry and the market.

Work methodology. We follow a standard process, which for a normal project is composed of the following parts:

Analysis and introduction of fixed retribution systems::

  • Define the scope of the project and a communications plan.
  • Analyse internal information: organisational analysis, job descriptions, system description and remuneration concepts.
  • Functional analysis: development and application of job evaluations.
  • Internal and market salary equity analysis.
  • Design of the company’s salary policy system.

Analysis and introduction of variable remuneration systems:

  • Define the scope of the project and a communications plan.
  • Analyse internal information: organisational analysis, job descriptions, system description and remuneration concepts.
  • Functional analysis: development and application of job evaluations.
  • Approval of objectives.
  • Design of the variable remuneration system.
  • Economic evaluation of system impact.
  • Communication and commencement.
  • Development of management software.

Analysis and introduction of flexible remuneration systems:

  • Define project scope.
  • Communications plan.
  • Analysis of scope groups (who benefits from the project).
  • Analysis of concepts (which services am I going to offer).
  • Administrative management of the processes.
  • Supplier negotiation.
  • Commencement.

Introduction of management by competency systems

We analyse the potential of the management by competency system as regards its later introduction and application to human resources policies from a point of view centred on the content of each job and its relationship with the company’s overall strategy. 

Work methodology. We follow a standard project development map which, for 50 jobs, contains the following steps:

Description of project scope.

  • Communication project.
  • Functional analysis of organisational competencies and positions.
  • Description of competencies and related behaviours;
  • Design of the effort evaluation system dependent on the agreed-upon competencies.
  • Relationship of complete competency system with all of the company’s HR management tools.

 

Senior manager selection

As well as other more traditional forms of candidate selection, we offer companies a personalised system of personnel selection. Ask us for more information!

 

Work methodology

  • CV availability.
  • Complete selection process with profile descriptions based on competencies, technical reports on candidates, a professional profile based on the competencies described and contrasted references.
  • Maintenance and management of executive profiles for other selection companies.